Job Evaluation or Analysis

I. Introduction

Job evaluation or analysis is the process of systematically determining in detail the particular job duties and requirement, and the relative worth of a particular job. The evaluation is based on a combination of job content, skill required, value to the organization, organizational culture, and the external market.

An important aspect in the Job Analysis is that the analysis is conducted on the job, a description or specification of the job, not a description of the person. The aspects of the job being analyzed are:

1. Duties and Tasks

The basic unit of job is performance of specific tasks and duties.

2. Environment

This may have a significant impact on the physical requirements to be able to perform the job or task.

3. Tools and Equipment

Some duties and tasks are performed using specific equipment and tools.

4. Relationship

Supervision is given and received to employee. It also analyzes the employee relationships with internal or external people in order to perform well in a particular job.

5. Requirement

The knowledge, skills, and abilities are required to perform the job. Job Analysis typically only states the minimum requirements to perform the essential functions.

Why perform Job Analysis?

Job Analysis is an important employment tool for all hiring decisions and supervisory evaluations; they should be made on objective criteria. A supervisor needs to know each job under his or her supervision, and the specifications are needed to perform it, to develop objective interview questions and objectively evaluate an employee's performance. Human Resource Specialists, who are responsible for initial screening of job applicants and mediating performance appraisal, needs also understand the key components of the job in their company.

Job Analysis provides an objective basis for selection and hiring procedures, evaluating and performance review, training needs, as well as improving the efficiency of the company.

II. Methodology

The Method used to analyze Loan Coordinator II at Washington Mutual Bank is Factor Evaluation System (FES). We started the process by doing 360 Degree approach and identify the job all around that have a relationship to it , for instance: whom it report to, and who supervise it. First, the phone interview was conducted. Based on analysis and discussion with Team Leader on what are the most important contributions to do the job successfully and the value to Washington Mutual, we decided on the Compensable Factors. Compensable factors reinforce the organization's culture and values as well as its business direction and the nature of the work. Later, we weighted those factors to determine how much the job actual worth is.

III. Job Analysis/Evaluation

Based on the nine Compensable Factors in FES System, Mortgage Loan Coordinator II position has a total score of 1540. 550 points for knowledge required by the position, 450 points for supervisory control, 125 points for guidelines, 150 points for complexity, 75 points for scope and effect, 60 points for personal contact, and 120, 5, 5 points for purpose of contacts, physical demand, work environment respectively.

Mortgage Loan Coordinator II collected 550 points or 35.7% of the weighted factor (the highest percentage) because the position requires extended training, maintains knowledge and the procedure of the company's automated standard system and Washington Mutual's mortgage Product, Pricing and Guide (PP&G). It also requires the knowledge of Income and Asset and the ability review borrowers' income and employment history. It is Mortgage Loan Coordinator II's responsibility to ensure that appropriate income documentation is collected and reviewed. It is also the employee's responsibility to review Loan-to-Value ration and debt ratio, credit reports and loan applications to ensure loan